Faculty Hiring Manual 2023–24
Section 5: Offer, Pre-Employment Screenings, and Onboarding
5.1 Making the Offer
Each newly-appointed faculty member should receive a formal letter of appointment from the appropriate administrative officer documenting the terms of appointment. The appointment letter must contain at a minimum:
- Salary and salary period;
- Percent effort of the position;
- Whether the position is with or without tenure (if without tenure, the number of years of the initial appointment);
- Teaching requirements;
- Service requirements;
- Research requirements;
- Clinical requirements, if any
- Office and equipment being provided and other resources that the candidate can expect to be able to access;
- Start-up support, if any;
- Moving expenses to be covered, if any, and mention of tax implications; and
- Other negotiated elements.11
by all the units involved. Hiring Units are advised to consult with their HR liaison on all offer letters before issuing them to candidates.
If the candidate is not a U.S. citizen, lawful permanent resident, asylee, or refugee, the Hiring Units should read the Guidelines on Hiring Foreign Nationals memo prepared by Rutgers Global for additional information regarding federal requirements and consult with International Faculty and Scholar Services. Additional paperwork and lead time may be required depending on the candidate’s particular needs. Offer letters must make clear that employment is contingent upon meeting any eligibility requirements, which must be obtained prior to commencing employment, and that failure to obtain eligibility may result in the offer being rescinded.
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11 Hiring Units should consult with OULR, UHR, UEC, and/or University Finance and Administration (UFA) regarding the appropriateness of additional terms.